“EMPLOYEE SATISFACTION”

AT

AVI ELECTRONICS & NETWORKS PVT LTD,

 TABLE OF CONTENTS

EXECUTIVE SUMMARY

1. INTRODUCTION

2. RESEARCH OBJECTIVE & METHODOLOGY

3. LITERATURE REVIEW

4. PRIMARY FINDING AND ANALYSIS

5. RECOMMENDATIONS

6. CONCLUSION & IMPLICATIONS

7. BIBLIOGRAPHY

8. QUESTIONNAIRE

ACKNOWLEDGEMENT

1. It is with a deep sense of gratitude that I acknowledge the cooperation and

support of AVI ELECTRONICS & NETWORKS PVT LTD,

which gave me the unique privilege of completing my research project by

visiting its premises for about two months and provided me with an
opportunity to interact with the various personnel.
1. I am particularly grateful to…………………… , VP(IT Solutions). It
was indeed very gracious of him to spare his valuable time and to give an
elaborate insight into the functioning of the company as also to answer all my
queries patiently. I sincerely express my gratitude to him.
2. I am indebted to all the employees, and all the other officers of the
company for their cooperation. I am thankful to each and every employee of Avi
Electronics for co-operating in their best possible manner.
3. I also express my sincere gratitude to ……………. The
 Project Guide and Coordinator for their guidance and support in
enabling me undertake and complete my Research project Report.

(Student name)

EXECUTIVE SUMMARY

The aim of the study is to understand the level of employess perception

towards AVI ELECTRONICS & NETWORKS PVT LTD.
This study will help us to get a clear picture as to what employess
perceive about organization services and their awareness about the same.

The project incorporates collecting feedback from already booked employes to

know their satisfaction level towards AVI ELECTRONICS & NETWORKS
services provided by company.

The sample was decided based on simple random sampling method. The responses
were recorded by conducting a survey with the help of a questionnaire.
The questionnaire has been designed in such a way so as to bring out the
most accurate data, which will enable the study to get the closest vicinity
of its objectives. The data collected from the survey has been appropriately
analyzed and has been interpreted in a meaningful way to offer some
suggestions and recommendations on improving performance.

INTRODUCATION
‘People are our greatest asset’ is a mantra that companies have been chanting
for years. But only a few companies have started putting Human Resources
Management (HRM) systems in place that support this philosophy. There are
a number of challenges in the Indian industry which require the serious
attention of HR managers to ‘find the right candidate’ and build a ‘conducive
work environment’ which will be beneficial for the employees, as well as the
organization. The industry is already under stress on account of persistent
problems such as attrition, confidentiality, and loyalty. Other problems are
managing people, motivation to adopt new technology changes, recruitment
and training, performance management, development, and compensation
management. With these challenges, it is timely for organizations to rethink
the ways they manage their people. Managing HR in the knowledge based
industry is a significant challenge for HR managers as it involves a multi task
responsibility. In the present scenario, HR managers perform a variety of
responsibilities. Earlier their role was confined to administrative functions
like managing manpower requirements and maintaining rolls for the
organization. Now it is more strategic as per the demands of the industry.

Managing People
In view of the industry dynamics, in the current times, there is a greater
demand for knowledge workers. Resumes abound, yet companies still
fervently search for the people who can make a difference to the business.
Often talented professionals enjoy high bargaining power due to their
knowledge and skills in hand. The attitude is different for those who are
taking up responsibilities at a lesser age and experience. These factors have
resulted in the clear shift in approach to individualized career management
from organization career commitment.

Motivating the Workforce

As the competition is growing rapidly in the global market, a technological
edge supported by a talent pool has become a crucial factor for survival in
the market. Naturally, as a result every organization gives top priority to
technology advancement programs. HR managers are now performing the
role of motivators for their knowledge workers to adopt new changes.

Competency Development
Human capital is the real asset for any organization, and this makes the HR
role important in recruiting, managing, and retaining the best. The HR
department has a clear role in this process and determines the success
tempo of any organization. An urgent priority for most of the organizations
is to have an innovative and competent HR pool; sound in HR management
practices with strong business knowledge.

Recruitment and Training

Recruitment has become a major function from an imperative sub system
in HR, particularly in the industry. HR managers play a vital role in
creating assets for the organization in the form of quality manpower.
Attracting new talent also is a top priority for software companies, but less
so for smaller companies. Another challenge for HR managers is to put
systems in place to make the people a perfect fit for the job. Skill
redundancy is fast in the industry. To overcome this problem, organizations
give the utmost priority to training and skill enhancement programs on a
continuous basis. Many companies are providing technical training to the
employees on a quarterly basis. These trainings are quite useful also in
terms of providing security to the employees.

The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based
industry. It is essential that Our Company takes more initiatives to improve
the security levels of the employees.

Work life Balance Factor

Another dimension to the challenges faced by our company is the growing
pace of talent acquisition. This aspect creates with it the challenge of a
smoother assimilation and the cultural binding of the new comers into the
organization fold. The pressure of delivering the best of quality services in a
reduced time frame calls for ensuring that employees maintain a work life
balance.

Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to
deal with the prevalent high attrition levels. Though there is an adequate
supply of qualified staff at entry level, there are huge gaps in the middle and
senior level management in the industry. Further, the salary growth plan for
each employee is not well defined. This situation has resulted in increased
levels of poaching and attrition between organizations. The industry average
attrition rate is 30–35 per cent and could range up to 60 per cent.
 Bridging the Demand Supply Gap
HR managers have to bridge the gap between the demand and supply of
professionals. They have to maintain consistency in performance and have
to keep the motivation levels of employees high, despite the
monotonous nature of work. The same also leads to recurring training
costs. Inconsistent performance directly affects revenues. Dwindling
motivation levels lead to a loss of interest in the job and a higher number of
errors.
The most common purpose for surveying employees is satisfaction.
Employee satisfaction surveys deal with workplace issues, such as benefits,
commitment to diversity, and effective communications. The data from
these surveys helps paint a portrait of employee attitudes and opinions.
These kinds of surveys are particularly useful after a company has
undergone some sort of change, such as a layoff, an acquisition, or a new
department head. They also help employers isolate the root causes of
persistent problems, such as low productivity or high expenses.

Employee satisfaction surveys help employers measure and understand

their employees' attitude, opinions, motivation, and general satisfaction
with their work environment. Use employee satisfaction surveys to inform
employee decision making, benefits, work needs and more.

Employee satisfaction surveys provide valuable data that can

ultimately save company money. Our employee satisfaction
surveys can:

➢ Measure employee satisfaction levels.

➢ Track changes in employee satisfaction over time.
➢ Improve overall satisfaction and retention.
SECTION 2

COMPANY PROFILE

AVI Electronics & Networks Pvt Ltd Pune was established with a
vision and perseverance of offering the best technologies and
innovations in deploying customer’s interactive solutions. It has now
become a name to reckon with. And today it is a leading Indian IT
Infrastructure Solutions Company.

The Company is a leader in the field of IT & telecommunications for

the last 19 years. Started with the Supply, Installation and
Commissioning of PBX, it has further grown to high-end equipment
like Bandwidth Managers, PDH & SDH Multiplexers, ADSL, Data
Servers, Desktops, Layer 3/4 Switches, Routers, Wireless LANs,
Modems, Very Small Aperture Terminal (VSAT), Optical Fiber
Cable and terminal equipment, Structured Cabling of Telecom and
Computer networks, and 2 Way Radios Test & Measurement
Equipments etc. Besides this we execute turnkey projects in the field
of Optical Fiber Cable, VSAT and in other communication related
fields.

AVI Electronics & Networks Pvt Ltd also designs and offers solutions
for System Integration, LAN Solutions (Local), CAN Solutions
(Campus), MAN (Metropolitan), WAN Solutions (Wide), Video
Conferencing and Telephony as per various customer requirements
using UTP, OFC, Wireless, ISDN and Leased Line Connectivity. A
strong technical team enables us to provide end-to-end, cost-
effective Enterprise solutions including advance technologies like
VLAN, VPN and VoIP also we keep our self equipped with ultra
modern technologies.

The Company keeps itself equipped with ultra modern technologies,

so customers can access the benefits of today’s technology and in
turn help to keep their business a step ahead. Our partnership with
strong brands and leading equipment manufacturers from across the
world gives the best available choices for product selection for highest
performing and end-to-end enterprise solutions.
 In addition the company also provides consultancy services in
designing and developing customer specific RF products and Data,
Voice and Video connectivity solutions.
A company with a strong technical expertise as they keep on
undergoing technical & sales training from our OEM's and are
Cisco Premier Partner, HP Premium Business Partners, Microsoft
Partner, RSA Partner, Beyond Security Distributor, etc.

Employees.
The success of any company is directly proportional to the success
of it’s team. At Avi the Quest to discover inspires all its endeavors.

AVI strives to create an environment where curiosity and

collaboration turn into fountains of opportunity. While AVI is a
technology company, it realizes that good people are critical to
make any great technology work. That is why they have put in place
policies and programs to identify, hire, train, and retain a diverse
and talented workforce that works safely and understands and
internalizes the ethics and values that define the company. When you
receive customer service from Avi - whether it's via e-mail or on the
phone - they assure you that you would be in contact with the best
and brightest in the industry.

2.9. Dedicated technical staff that is on duty 24x7 handles the Network
Operations Centre. Their Professional System Administrators are
constantly monitoring server and network status to ensure the site is
always up and functioning.

AVI’s top-notch Internet and Media development team is

continuously upgrading systems with new technologies on the
horizon, creating tools and features to make customer’s web
presence well maintained and reliable.

AVI has a healthy concoction of managerial experience, technical

knowledge and customer service.

AVI has the following Certified Staff :

 ➢ Cisco Certified : CCNA, CCVP, CCSP, CCIE, CCNP
➢ Microsoft Certified : MCP, MCSA, MCSE, MCAS
➢ VMware Certified : VSP, VTSP, VCP
➢ Dell Certified : Solutions Speciality, Server Speciality, Storage
Speciality
➢ RSA Certified : Access Manager, Digital Certificate,
DLP, SIEM, SecurID

➢ Cyberoam Certified, TrendMicro Certified, Sophos

Certified, EMC Certified, HP Certified Partner
Mission.

AVI Electronics & Networks Pvt. Ltd. is committed to Endeavour

to fulfil the customer needs by offering the best in terms of product,
services, execution and prices. And all this is accomplished with
utmost professionalism, skills, knowledge and using the ethical
business practices.

Providing customers with solutions that enable the convergence of

data and voice networks, the transition from circuit to packet
networks, next-generation wireless networks and the expansion of
optical networks beyond the network core.

The mission is to enable people and companies to increase their

business value through the use of IT technologies.

AVI aims at delivering services which will open new possibilities

for our customers and allow them to work effectively and creatively.

Company’s values are: people, customers and quality. Besides, its

other core values are:
➢ Simplicity: - Doing a job in a simple and straightforward way.
➢ Frugality: -Being careful, thrifty and economical with money,
 time and resources.
➢ Integrity: - Meeting all commitments being honest and
morally upright.
➢ Respect: - Consideration and regard for human beings,
environment and
➢ infrastructure.
➢ Harmony: - Looking towards reaching a broad agreement on
consensus on interests, opinions and action plans whilst
ensuring that it is inline with organizations objectives.

Business Values.
(a) Customer Focus. All activities /actions will have
intense focus to enhance internal/External customer’s
satisfaction.
(b) Mutual Trust. To have a faith in colleague / co-worker
being a bonafide person and in his working according to
predefined process/systems.
(c) Commitment. Committing to honour a promise, to achieve
a goal/ target or being responsible for given/ accepted assignment
with ultimate aim of achieving desired results.
(d) Continuous Improvement. Improving each and
every system, method, procedure and process to reduce time, cost
and complexity in business activities and to create overall
satisfaction
(e) Professionalism. Handling the job/responsibilities with
skills to achieve the desired results within given time, without
having a feeling of obligation.
(f) Institutionalization. Making a system, method
and procedure to make it a regularly adhered way of working.
(g) Assertiveness. Expressing in good spirit, without fear,
ones own views without intention to offend or insult the other
person.

Services and Solutions.

AVI offers its clients the full array of IT lifecycle solutions. They
provide solutions and support from basic routing and switching, to
advanced technologies like Unified Communications (including Internet
Protocol (IP) Telephony), Wireless Local Area Networks (WLAN), and
Virtual Private Networks (VPN), Data Centre, Storage and Security, Avi
Electronics offers best-in-class networking solutions.

Avi can assist customers in every step, from initial planning, through
implementation, to maintenance and support of your total IT infrastructure.
The company has assisted many corporates in their successful deployment
of network solutions and support, network infrastructure services, network
security solutions, storage solutions, managed services and given
professional technical consulting and support.
AVI Electronics & Networks Pvt. Ltd. Provides solutions in the
following domains:-
➢ Networking.
 ➢ Security.
➢ Voice.
➢ Servers.
➢ Storage.
➢ Virtualization.
➢ Telecom.
The Company provides services in the following areas:-
➢ Consultancy.
➢ Integration.
➢ Technical Training.
➢ Managed Services.
AVI Electronics & Networks Pvt Ltd is partnered by the following
global giant)(list not exhaustive):
➢ Cisco.
➢ Microsoft.
➢ Hewlett Packard.
➢ Dell
➢ Beyond Security.
➢ Avaya.
➢ D-Link.
➢ Krone.
➢ EMC.
➢ Trend Micro.
➢ Symantec.
➢ McAfee.
➢ Radvision.
➢ Emerson
Location of the Company.
The company is located on Market Yard Road. The postal address of the
company is:-
Poonam Plaza
Market Yard Road
Pune – 411037.

Principal Customers.
 ➢ Defence.
➢ DRDO.
➢ ITES.
➢ BPO.
➢ KPO.
➢ Education.
➢ Banking.
➢ Finance.
➢ Insurance.

SECTION 3

EMPLOYEE SATISFACTION

What does the term ‘Satisfaction’ imply to an employee? It implies

nothing else than the feeling of either being contended or non-
contended on using a product.
Employee Satisfaction is a prerequisite for the customer
satisfaction.
Enhanced employee satisfaction leads to higher level of employee
retention.
A stable and committed workforce ensures successful knowledge
transfer, sharing, and creation --- a key to continuous
improvement, innovation, and knowledge-based total customer
satisfaction.
When companies are committed with providing high quality
 products and services; when companies set high work standards for
their employees; and when employees are empowered through
training and development, provided with knowledge and
information, permitted to make mistakes without punishment, and
trusted; they will experience an increase in their level of satisfaction
at work.
This level of satisfaction can be enhanced further if teamwork and
visionary leadership are introduced.
Continuous improvement comes from the efforts of the empowered
employees motivated by visionary leadership. This is supported by
the findings that empowerment and visionary leadership both have
significant correlation with employee satisfaction. Teamwork is also
supported by the findings. In addition, the study found significant
correlation between employee satisfaction and employee’s intention
to leave.
The success of a corporation depends very much on customer
satisfaction. A high level of customer service leads to customer
retention, thus offering growth and profit opportunities to the
organization. There is a strong relationship between customer
satisfaction and employee satisfaction. Satisfied employees are more
likely to stay with company

and become committed and have more likely to be motivated to provide

high level of customer service, by doing so will also further enhance the
employee’s satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and
employee stability ensures the successful implementation of continuous
improvement and customer satisfaction. Customer satisfaction will no
doubt lead to corporate success and greater job security. These will
further enhance employee satisfaction. Therefore, employee satisfaction is
a prerequisite for customer satisfaction.
Employee satisfaction is closely relatred to Job satisfaction. In the next
few paragraphs, I am going to discuss Job satisfaction at length.
Job satisfaction describes how content an individual is with his or her
job. It is a relatively recent term since in previous centuries the jobs
available to a particular person were often predetermined by the
 occupation of that person’s parent. There are a variety of factors that
can influence a person’s level of job satisfaction. Some of these
factors include the level of pay and benefits, the perceived fairness o
the promotion system within a company, the quality of the working
conditions, leadership and social relationships, the job itself (the
variety of tasks involved, the interest and challenge the job generates,
and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are
said to be. Job satisfaction is not the same as motivation, although it
is clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management
style and culture, employee involvement, empowerment and
autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most
common way of measurement is the use of rating scales where
employees report their reactions to their jobs. Questions relate to
relate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Some questioners ask
yes or no questions while others ask to rate satisfaction on 1 – 5 scale
9where 1represents “not all satisfied” and 5 represents “extremely
satisfied”).

Definitions
 Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an affective reaction to
one’s job; and an attitude towards one’s job. Weiss (2007) has argued
that job satisfaction is an attitude but points out that researchers
should clearly distinguish the objects of cognitive evaluation which
are affect (emotion), beliefs and behaviours. This definition suggests
that we from attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviours.

Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most
famous job satisfaction model. The main premises of this theory is
that satisfaction is determined by a discrepancy between what one
wants in a job and what one has in a job. Further, the theory states
that how much one values a given facet of work (e.e. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/are not met. When a person values a
particular facet of a job, his satisfaction is more greatly impacted both
positively (when expectations are met) and negatively (when
expectations are not met), compared to one who does not value that
facet. To illustrate, if Employee A values autonomy in the workplace
and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of
autonomy compared to Employee B. this theory also states that too
much of a particular facet will produces stronger feelings of
dissatisfaction the more a worker values that facet.

Dispositional Theory
Another well known job satisfaction theory is the Dispositional
Theory. It is a very general theory that suggests that people have
innate dispositions that cause them to have tendencies toward a
certain level of satisfaction, regardless of one’s job. This approach
became a notable explanation of job satisfaction in light evidence that
job satisfaction tends to be stable over time and across careers and
jobs. Research also indicates that identical twins have similar levels
of job satisfaction. A significant model that narrowed the scope of the
Dispositional Theory was the core Self-evaluations Model, proposed
by Timorthy A. Judge in 1998. Judge argued that there are four Core
Self-evaluations that determine one’s disposition towards job
 satisfaction: self-esteem, general self- efficacy, locus of control, and
neuroticism. This model states that higher

levels of self-esteem (the value one places on his self) and general self-
efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control
over her/his own life, as opposed to outside forces having control) leads to
higher job satisfaction. Finally, lower levels of neuroticism lead to higher
job satisfaction.

Two – Factor Theory (Motivation – Hygiene Theory)

Fredrick Herzberg’s Two factor theory (also known as Motivator
Hygiene Theory) attempts to explain satisfaction and motivation in
the workplace. This theory states that satisfaction and dissatisfaction
are driven by different factors motivation and hygiene factors,
respectively. Motivating factors are those aspects of the job that make
people want o perform, and provide people with satisfaction. These
motivating factors are considered to be intrinsic to the job, or the
work carried out. Motivating factors include aspects of the working
environment such as pay, company policies, supervisory practices,
and other working conditions. While Herzberg’s model has
stimulated much research, researchers have been unable to reliably
empirically prove the model, with Hackman & Oldham suggesting
that Herzberg’s original formulation of the model may have been a
methodological artifact. Furthermore, the theory does not consider
individual differences, conversely predicting all employees will react
in an identical manner to changes in motivating/hygiene factors.
Finally, the model has been criticised in that it does not specify how
motivating/hygiene factors are to be measured.

Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, the
most common method for collecting data regarding job satisfacting is
the Likert scale (named after Rensis Likert). Other less common
methods of for gauging jobsatisfaction include: Yes/No questions,
True/False questions, point systems, checklist, forced choice answers.
 The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin
(1969), job satisfaction that has been widely used. It measures one’s
satisfaction in five facets: pay, promotions and opportunities,
coworkers, supervision, and the work itself. The scale is simple,
participants answer either yes, no, or decide in response to whether
given statements accurately describe one job. The Job in General
Index is an overall measurement of job satisfaction. It was an
improvement to the job Descriptive Index because

the JDI focused too much on individual facets and not enough
on work satisfaction in general.

SECTION 4

RESEARCH METHODOLGY

Introduction . Research is a careful inquiry or examination to

discover new information and to expand and verify existing
knowledge. According to Clifford Woddy, Research is defined as
“the process which includes defining and redefining problems,
formulating hypothesis or suggested solutions, collecting, organizing
and evaluating data, making deductions and reaching conclusions and
at last carefully testing the conclusions to determine whether they fit
the formulating hypothesis.”

Employee Satisfaction Measurement.

Employee satisfaction has been defined as a function of perceived
performance and expectations. It is a persons’ feeling of pleasure or
disappointment resulting from comparing a products’ outcome to
his/her expectations.
If the performance (Company Services) falls short of expectations,
the employee is dissatisfied and if it matches the expectations, the
employee is satisfied. A high satisfaction implies more purchase/use
of the product or service. The process is however, more complicated
then it appears. It is more important for any organization to offer high
satisfaction, as it reflects high loyalty and it will not lead to switching
over once a better offer comes in.
Tools for tracking and measuring customer satisfaction:
(a) Complaint and Suggestion System: Employee can freely deliver
complaints and suggestions through facilities like suggestion box,
personal meetings with seniors etc.
(b) Lost Employee Analysis: The exit interviews are conducted or
employee loss rate is computed.
(c) Employee Satisfaction Survey: Periodic surveys by use of
questionnaire or telephone calls to random sample of recent buyer
help to find out customer satisfaction and relate to repurchase
intention and word of mouth score.
Statement of the Problem. Human behaviour is unpredictable.
One can act according to one’s own decision. No one can expect the
same type of behaviour from anyone at all circumstances. Human

behaviour is highly influenced by the environment. Because

of this factor, we cannot expect that one can act in the same
way on a particular problem in all situations.
Most times human behaviour is influenced by the nature of work
group. Friendly cooperative co-workers will definitely have a positive
approach towards their work. The work group serve as a source of
support, comfort, advice and assistance to the individual workers. A
good work group makes the job more enjoyable, and the performance
of the group will be very high. This will automatically lead to the
attainment of the individual as well as die organizational goals. As a
result every one of the organization will have a high job satisfaction
and will have a peaceful life.
If there is dissatisfaction with the job it will make the workers
become restless which may be reflected in the form of low
production, high wastage of materials, accidents, conflicts among
workers, absenteeism, high employee turnover, strike and lockouts
etc. Therefore, it is more important to study the job satisfaction of
workers as it one of deciding factors which will determine the whole
operation of an organization.
Scope of the Study. The scope of the study is as under:
(a) Conduct the study in the premises of Avi Electronics
& Networks Pvt Ltd, Pune.
(b) Include 30 employees at random.
(c) Seek individual responses to questionnaires.
(d) Collect data from participants.
(e) No comparisons will be made with other organizations.
(f) Include open and close ended questions while seeking data.
(g) Protect the privacy of individuals responding to questionnaires.
Objectives of the Study. The objectives of the study are as follows:
 (a) Measure job satisfaction of the employees of Avi Electronics &
Networks Pvt Ltd, Pune.
(b) To assess the general attitude of the employees towards Avi
Electronics & Networks Pvt Ltd, Pune.
(c) To assess the level of commitment across process and
facilities.
(d) To analyze the strengths and weakness of Avi Electronics &
Networks Pvt Ltd, Pune as an organization
(e) To help the management of the company to know about the
actions to be taken to increase the level of satisfaction of the
employees.

Data Collection
Following are the sources for the collection of data:

(a) Primary source

(b) Secondary source

Data Collection Methods
There are three main methods of data collection
(a) Observation
(b) Experimentation
(c) Survey
(d) Direct interview method
I have selected survey method of data collection which is one of the very
common and widely used methods for collection of primary data. We can
gather wide range of valuable information about the behavior of the
employee’s viz. attitude, motive and options etc.
Primary Data. The Primary Data required for this project work was
collected through Questionnaires. This method consisted of preparing
detailed questions covering the Employee satisfaction standards in the
Company. Thereafter it was distributed amongst a total of 30
personnel of the Company(respondents) who were randomly selected.
 Further, no

names were sought from those filling in this Questionnaire so as to obtain

their free and frank opinion as also to protect their privacy. The format of the
Questionnaire is attached as Annexure I to this report.
Secondary Data. As Secondary Data is data which has been
collected earlier for other purposes, the requirement of this type of
data with respect to this report was obtained from the company
website.
Sample Size and Method of Sampling. The details are as
follows:
(a) Universe. The Universe for the purpose of this report was finite
i.e., Avi Electronics & Networks Pvt Ltd, Pune.
(b) The Sampling Unit was an individual employed by Avi
Electronics & Networks Pvt Ltd, Pune and the Sample Size was
limited to a total of 30 personnel of the Company.
(c) Method of Sampling adopted was Simple Random Sampling
Method because all employees have relatively different levels of
satisfaction, thus a sample size of 30 was considered to be adequate.
(d) Tools Used.
(i) Percentage Analysis.
(ii) Bar Diagram.
(iii) Pie Chart.

Limitations of the Project

The limitations of the project are enumerated as follows:
(a) The student had no prior exposure to the Corporate
environment, its work culture, work ethics etc. To that extent,
understanding its dynamics in a limited period, was difficult. This
reflected on obtaining data/information from the Organization for the
purpose of this study.
(b) Employees by and large are reluctant in expressing their
feelings/thoughts in the Questionnaire and tend to be biased.
 (c) The Organization is reluctant to openly share data/information
and tend to keep sensitive data/information confidential which is
understandable.
(d) Some personnel in the Organization, irrespective of their
seniority, cannot pay adequate attention to the requests of such
studies given the constraints of time and the work pressures prevalent
in the Industry today.

SECTION 5

DATA ANALYSIS & INTERPRETATION

5.1 The analysis and interpretation of the Questionnaire to the Participants

(format is as per Annexure I to this report) is enumerated in succeeding
paragraphs.
Are you clear about the results expected of you in your job?
The responses showed that majority of the employees were clear about their
job. The response was as under:-

Response Nos Percentag

e
Yes 28 93.3
No 2 6.7
Can’t say 0 0

Total 30 100

Interpretation.
Employees of the company are aware of the management’s expectations
from them.

Are you clear about the overall goals of the company? The

response was as under:-

Response Nos Percentag

e
Yes 27 90
No 3 10

Can’t say 0 0

Total 30 100

Interpretation.
Employees of the company are quite clear of the goals of the organization
Are you satisfied with your job assignment? The

response was as under:-

Response Nos Percentag

e
Yes 19 63.33
No 5 16.67

Can’t say 6 20

Total 30 100

Interpretation.
While a large proportion of the employees are happy and satisfied with their
work assignment, a fairly large proportion do not appear to be happy and
satisfied.
Does your job make use of your skills and abilities? The

response was as under:-

Response Nos Percentage

Yes 21 70

No 3 10

Can’t say 6 20

Total 30 100

Interpretation.
Skills and abilities of employees are being utilised by the company.
However these skills and abilities are not being optimally utilised.
Do you get a sense of accomplishment from your work? The

response was as under:-

Response Nos Percentag

e
Yes 17 56.67
No 5 16.67

Can’t say 8 26.67

Total 30 100

Interpretation.
Higher order needs of a large number of employees needs more attention.
Majority of employees appear to be getting a sense of accomplishment in
their respective jobs.
 Would you like to continue in your current area of work?

Response Nos Percentage

Yes 26 86.67

No 2 6.67

Can’t say 2 6.67

Total 30 100

Interpretation.
Attitude of Employees towards their current job is reasonably satisfactory.
Does your job, through variety and challenge, provide opportunities for
learning and growth?
The response was as under:-

Response Nos Percentage

Yes 18 60

No 4 13.33

Can’t say 8 26.67

Total 30 100

Interpretation.
More attention needs to be given to individual growth of employees of the
company. A fair proportion of the respondents seemed to be unsure of
learning and growth prospects in the company.

Is the environment of your workplace safe clean, healthy and

hygienic?
The response was as under:-

Response Nos Percentage

Yes 28 93.33
No 0 0

Can’t say 2 6.67

Total 30 100

Interpretation.
The environment at the work place is neat, clean, tidy and hygienic.

Does your job leave you with sufficient time for your personal/family and
social life?
The response was as under:-

Response No Percentag
e
Yes 29 97
No 1 0

Can’t say 0 3

Total 30 100

Interpretation.
Majority of employees are satisfied with availability of personal time,
however, a fair proportion is not satisfied with the same.

Are your superiors fair and equitable in their dealings with people?

Response was as under:-

Response No Percentag
e
Yes 27 90
No 2 6.66

Can’t say 1 3.33

Total 30 100

Interpretation.
Reveals, healthy inter personal relations between management and
employees of the company.
Have your performance appraisals been fair? The

response was as under:-

Response Nos Percentage

Yes 20 66.67

No 5 16.67

Can’t say 5 16.67

Total 30 100

Interpretation.
Reveals, a fair proportion of employees are not satisfied with their
appraisal.
Are there clear criteria for giving rewards? The

response was as under:-

Response No Percentag
e
Yes 26 86.67
No 3 10

Can’t say 1 3.33

Total 30 100

Interpretation.
Reflects a healthy system of rewards in the company.
Is credit for work well done given timely? The

response was as under:-

Response No Percentage

Yes 19 63.33

No 9 30

Can’t say 2 6.67

Total 30 100

Interpretation.
Reveals the fact that while most of the time, good work is being
appreciated, however more emphasis is required to ensure that good
work does not go unrecognised.
How satisfied are you with your total remuneration package
considering your duties and responsibilities?
The response was as under:-

Response No Percentage

Extremely 13 43.33
satisfied
Satisfied 7 23.33

Neutral 4 13.33

Dissatisfied 4 13.33

Extremely 2 6.67
dissatisfied
Total 30 100

Interpretation.
While compensation package of the company is by and large fair, there is
room for improvement.
Roles and responsibilities of people in the workplace are clearly
defined?
The response was as under:-

Response Nos Percentag

e
Strongly 17 56.67
agree
Agree 5 16.67

Neutral 1 3.33

Disagree 4 13.33

Strongly 3 10
Disagree

Interpretation.
Roles and responsibilities in the company are well defined in most of the
cases. However more needs to be done towards better division and
definition of the same.
Superiors in the company welcome free and frank communication from
employees?
The response was as under:-

Response No Percentag
e
Strongly 14 46.67
agree
Agree 6 20

Neutral 2 6.67

Disagree 4 13.33

Strongly 4 13.33
Disagree

Interpretation.

Free and frank opinions from employees are welcome in the company.
 SECTION 6

Findings

The findings consequent to the study are as enumerated in

succeeding paragraphs.

(a) Majority(90%) of the employees were clear about their

own role and the company goals.

(b) Only 63 percent of the employees were satisfied with their job
assignments.

(c) Only 70 percent of the employees feel that the company is

utilising their skills and abilities.

(d) 87 percent of the employees want to continue in their current

area of work.

(e) 60 percent of respondents felt that their job provided

opportunities for learning and growth.

(f) 93 percent of respondents felt that environment of your

workplace safe clean, healthy and hygienic.

(g) 97 percent of respondents felt adequate private time for self

and family was available.

(h) 90 percent of employees were of the opinion that their

employees were fair and equitable in their dealings with people.

(i) Only 63 percent of employees thought that credit for work well
done was given timely.
 (j) 67 percent of employees were satisfied with their remuneration
package considering their job and responsibilities.
(k) 67 percent of employees were satisfied with freedom for free
and frank communication with superiors.

Suggestions

In general, level of employee satisfaction in the company is quite

high. However as far as satisfaction goes, sky is the limit and there is
no end to expectations. Following suggestions are made with the
intention of further improvement:-

(a) System of reward and recognition may be improved.

Though there is no bias in rewards, employees have a feeling that
their good work is not given credit in time.

(b) Remuneration to employees may be improved, if feasible.

(c) Communication (free and frank exchange between

employees and employers) may be given more attention.

(d) Opportunities for personal learning, growth and personal

development of the employees deserves due attention. Investment in
employees is indirectly investment in the company.

(e)Job assignment needs to be reviewed periodically in order

to avoid monotony and boredom.
 SECTION 7

CONCLUSION

The project has given me an opportunity to interact with the

Corporate Sector and to actually see how academic teaching of the
classrooms in Management is translated to reality and practice. In fact
it was very heartening to experience that all concepts and theories
mentioned in various books are actually implemented by the
Company albeit under a different name to suit its needs/style/culture.

Also, undertaking this project has helped me in learning to think of a

topic/subject/issue in a logical manner and examining the issue in its
totality. This has also promoted interaction with people from different
walks of life, experiences and outlooks thus giving me a broader
perspective to the issue of training in particular and the business
environment in general.

Finally to conclude, I would like to submit that while pursuing this

research, I learnt that it is very important to learn the
background/genesis of the topic/subject/issues first, so as to understand
the requirement/problem at hand and then consider its present status and
future prospects so as to arrive at a suggested set of
solutions/recommendations/suggestions so vital to the purpose of such
studies.
 SECTION 8

BIBLIOGRAPHY

Reference websites.

1. http://www.avielectronic.com/

2. www.wikipedia.com

Reference Books.

1. Research Methodology by C R Kothari.

 ANNEXURE I

Copy No ……
Date ….

QUESTIONNAIRE: PARTICIPANTS

1. Introduction. This questionnaire seeks data from

respondents(employees of the company) chosen at random. This data is for
the purpose of this study alone and will not be used for any other purpose
and is purely academic in nature.

2. The questions are as follows:

Are you clear about the results expected of you in your job?

a. Yes.

b. No.

c. Can’t say.

Are you clear about the overall goals of the company?

a. Yes.

b. No.

c. Can’t say.

Are you satisfied with your job assignment?

a. Yes.

b. No.
 c. Can’t say.

Does your job make use of your skills and abilities?

d. Yes.

e. No.

f. Can’t say.

Do you get a sense of accomplishment from your work?

a. Yes.

b. No.

c. Can’t say.

Would you like to continue in your current area of work?

a. Yes.

b. No.

c. Can’t say.

Does your job, through variety and challenge, provide opportunities for
learning and growth?

a. Yes.

b. No.

c. Can’t say.

Is the environment of your workplace safe clean, healthy and hygienic?

a. Yes.

b. No.
c. Can’t say.
Does your job leave you with sufficient time for your personal/family and
social life?

a. Yes.

b. No.

c. Can’t say.

Are your superiors fair and equitable in their dealings with people?

a. Yes.

b. No.

c. Can’t say.

Have your performance appraisals been fair?

a. Yes.

b. No.

c. Can’t say.

Are there clear criteria for giving rewards?

a. Yes.

b. No.

c. Can’t say.

Is credit for work well done given timely?

a. Yes.

b. No.

c. Can’t say.
How satisfied are you with your total remuneration package considering
your duties and responsibilities?

a. Extremely satisfied.

b. Satisfied.

c. Neutral.

d. Satisfied.

e. Extremely dissatisfied.

Roles and responsibilities of people in the workplace are clearly defined?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Superiors in the company welcome free and frank communication from

employees?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Do your superiors encourage you to think innovatively and challenge

outmoded traditions and practices?
a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.